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Candidate characteristics driving initial impressions during rapport building: Implications for employment interview validity
Abstract
We examine the antecedents impacting interviewers’ initial impressions of candidates formed during the rapport-building stage of the interview and subsequent evaluations of answers to highly structured interview questions. Ratings for 130 mock interview candidates reveal a strong relationship between interviewers’ initial impression of the candidate and their evaluations of candidate responses to structured questions. These initial impressions correspond with candidate extraversion and verbal skill, controlling for job qualifications. Interviewers’ initial impressions mediate the effect of candidate characteristics, relevant for some jobs more so than others, on later evaluations. Thus, initial impressions formed during rapport building appear to influence subsequent evaluations whether they are clearly job-relevant or not. These findings have important implications for the validity of structured interviews.
... On the negative side, there were large idiosyncrasies in assessors' ratings, and their criterion-related validity did not reach statistical significance. Similar research was conducted on initial impressions in the rapport-building phase in employment interviews (e.g., Barrick et al., 2012Barrick et al., , 2010Swider et al., 2016). Although these prior studies did not deal with multiple, speeded assessments, they attest to the emerging research interest in ratings made based on limited information and suggest that the reliability and validity of such ratings deserve closer scrutiny. ...
... Second, to develop hypotheses about how assessors observe and evaluate participants in short and fast behavioral simulations, we draw on the "thin slices" of behavior paradigm in social and personality psychology (e.g., Ambady et al., 2000). Third, we go beyond previous studies on the role of early impressions in behavioral simulations (Ingold et al., 2018) and interviews (Barrick et al., 2010(Barrick et al., , 2012Swider et al., 2016) by presenting empirical evidence on the reliability and validity of ratings based on multiple, speeded simulations. Finally, to close the gap between practice and research on multiple, speeded simulations, we examine not only whether they work but also identify design considerations under which they work best. ...
... Our studies also speak to recent discussions as to whether initial impressions can be a reliable and valid source of variance in selection procedures (Barrick et al., 2010(Barrick et al., , 2012Ingold et al., 2018;Swider et al., 2016). Drawing from the stimulus and response domain sampling logic and thin slices research, this study adds insights to this emerging knowledge base by identifying at least three conditions to improve the validity of speeded simulations. ...
Recently, multiple, speeded assessments (e.g., "speeded" or "flash" role-plays) have made rapid inroads into the selection domain. So far, however, the conceptual underpinning and empirical evidence related to these short, fast-paced assessment approaches has been lacking. This raises questions whether these speeded assessments can serve as reliable and valid indicators of future performance. This article uses the notions of stimulus and response domain sampling to conceptualize multiple, speeded behavioral job simulations as a hybrid of established simulation-based selection methods. Next, we draw upon the thin slices of behavior paradigm to theorize about the quality of ratings made in multiple, speeded behavioral simulations. In two studies, various assessor pools assessed a sample of 96 MBA students in 18 3-min role-plays designed to capture situations in the junior management domain. At the individual speeded role-play level, reliability and validity were not ensured. Yet, aggregated across all assessors' ratings of all speeded role-plays, the overall score for predicting future performance was high (.54). Validities remained high when assessors evaluated only the first minute (vs. full 3 min) or received only a control training (vs. traditional assessor training). Aggregating ratings of performance in multiple, heterogeneous situations that elicit a variety of domain-relevant behavior emerged as key requirement to obtain adequate domain coverage, capture both ability and personality (extraversion and agreeableness), and achieve substantial validities. Overall, these results show the importance of the stimulus and response domain sampling logic and send a strong warning to using "single" speeded behavioral simulations in practice. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
... On the negative side, there were large idiosyncrasies in assessors' ratings and their criterionrelated validity did not reach statistical significance. Similar research was conducted on initial impressions in the rapport-building phase in employment interviews (e.g., Barrick et al., 2012;Barrick, Swider, & Stewart, 2010;Swider, Barrick, & Harris, 2016). Although these prior studies did not deal with multiple, speeded assessments, they attest to the emerging research interest in ratings made based on limited information and suggest that the reliability and validity of such ratings deserve closer scrutiny. ...
... Second, to develop hypotheses about how assessors observe and evaluate participants in short and fast behavioral simulations we draw on the "thin slices" of behavior paradigm in social and personality psychology (e.g., Ambady, Bernieri, & Richeson, 2000). Third, we go beyond previous studies on the role of early impressions in behavioral simulations (Ingold et al., 2018) and interviews (Barrick et al., 2010(Barrick et al., , 2012Swider et al., 2016) by presenting empirical evidence on the reliability and validity of ratings based on multiple, speeded simulations. Finally, to close the gap between practice and research on multiple, speeded simulations we examine not only whether they work but also identify design considerations under which they work best. ...
... Our studies also speak to recent discussions as to whether initial impressions can be a reliable and valid source of variance in selection procedures (Barrick et al., 2010(Barrick et al., , 2012Ingold et al., 2018;Swider et al., 2016). Drawing from the stimulus and response domain sampling logic and thin slices research, this study adds insights to this emerging knowledge base by identifying at least three conditions to improve the validity of speeded simulations. ...
... Average ICC (1.5) across exercises was .47 in Sample 1 (.64 in Sample 2). In line with Barrick et al. (2012), we computed a mean initial impression rating across the five raters. ...
... Third, our conclusion that initial impression ratings reflect some accurate information should be qualified because it is based on the average initial impression ratings of five raters (see Eisenkraft (2013). Thus, it should be acknowledged that an individual initial impression rating also captures rater idiosyncrasies and shows low interrater reliability (for similar findings in the interview, see Barrick et al. (2012)). One implication is that multiple raters are needed for initial impressions to show acceptable interrater reliability. ...
... One implication is that multiple raters are needed for initial impressions to show acceptable interrater reliability. An intriguing avenue for future studies lies in examining 2 These traits are not exactly the same as for interviewers' impressions (Barrick et al., 2012). As noted by an anonymous reviewer, in ACs initial impressions develop from scoreable exercises, whereas they rely on rapport building in interviews. ...
Insight into assessors’ initial impressions has the potential to advance knowledge on how assessors form dimension-based judgments and on possible biases in these ratings. Therefore, this study draws on dual process theory to build and test a model that integrates assessors’ dimension ratings (i.e., systematic, slow, deliberate processing mode) with their initial impressions (i.e., intuitive, fast, automatic processing mode). Data collection started with an AC where assessors provided ratings of assessees, and an online survey of assessees’ supervisors who rated their job performance. In addition, two other rater pools provided initial impressions of these assessees by evaluating extracted 2-min video clips of their AC performance. Initial impressions from both of these samples were positively related to assessors’ dimension ratings, which supports assumptions from dual process theory and might explain why assessors’ dimensional ratings are often undifferentiated. Initial impressions did not appear to open up the doors for biases and stereotypes based upon appearance and perceptions of liking. Instead, assessors picked up information that assessees transmitted about their personality (i.e., Conscientiousness and Emotional Stability). Implications for further research on initial impressions and AC dimension ratings are discussed.
... On the negative side, there were large idiosyncrasies in assessors' ratings, and their criterion-related validity did not reach statistical significance. Similar research was conducted on initial impressions in the rapport-building phase in employment interviews (e.g., Barrick et al., 2012Barrick et al., , 2010Swider et al., 2016). Although these prior studies did not deal with multiple, speeded assessments, they attest to the emerging research interest in ratings made based on limited information and suggest that the reliability and validity of such ratings deserve closer scrutiny. ...
... Second, to develop hypotheses about how assessors observe and evaluate participants in short and fast behavioral simulations, we draw on the "thin slices" of behavior paradigm in social and personality psychology (e.g., Ambady et al., 2000). Third, we go beyond previous studies on the role of early impressions in behavioral simulations (Ingold et al., 2018) and interviews (Barrick et al., 2010(Barrick et al., , 2012Swider et al., 2016) by presenting empirical evidence on the reliability and validity of ratings based on multiple, speeded simulations. Finally, to close the gap between practice and research on multiple, speeded simulations, we examine not only whether they work but also identify design considerations under which they work best. ...
... Our studies also speak to recent discussions as to whether initial impressions can be a reliable and valid source of variance in selection procedures (Barrick et al., 2010(Barrick et al., , 2012Ingold et al., 2018;Swider et al., 2016). Drawing from the stimulus and response domain sampling logic and thin slices research, this study adds insights to this emerging knowledge base by identifying at least three conditions to improve the validity of speeded simulations. ...
... On the negative side, there were large idiosyncrasies in assessors' ratings, and their criterion-related validity did not reach statistical significance. Similar research was conducted on initial impressions in the rapport-building phase in employment interviews (e.g., Barrick et al., 2012Barrick et al., , 2010Swider et al., 2016). Although these prior studies did not deal with multiple, speeded assessments, they attest to the emerging research interest in ratings made based on limited information and suggest that the reliability and validity of such ratings deserve closer scrutiny. ...
... Second, to develop hypotheses about how assessors observe and evaluate participants in short and fast behavioral simulations, we draw on the "thin slices" of behavior paradigm in social and personality psychology (e.g., Ambady et al., 2000). Third, we go beyond previous studies on the role of early impressions in behavioral simulations (Ingold et al., 2018) and interviews (Barrick et al., 2010(Barrick et al., , 2012Swider et al., 2016) by presenting empirical evidence on the reliability and validity of ratings based on multiple, speeded simulations. Finally, to close the gap between practice and research on multiple, speeded simulations, we examine not only whether they work but also identify design considerations under which they work best. ...
... Our studies also speak to recent discussions as to whether initial impressions can be a reliable and valid source of variance in selection procedures (Barrick et al., 2010(Barrick et al., , 2012Ingold et al., 2018;Swider et al., 2016). Drawing from the stimulus and response domain sampling logic and thin slices research, this study adds insights to this emerging knowledge base by identifying at least three conditions to improve the validity of speeded simulations. ...
... Yet because critical assessments by interviewers are likely inevitable, some scholars recommend that all non-job-related interaction, including rapport building, be omitted from the interview process . Supporting this position, research suggests that some interviewers make hiring decisions in as little as 4 or 5 min into the interview (Frieder et al., 2015;Springbett, 1958), and, moreover, that initial impressions based on rapport building can significantly influence even structured interview outcomes (Barrick et al., 2012). However, research has yet to determine what is and what is not being assessed during rapport building. ...
... In this light, initial impressions may reflect job-related attributes that would unavoidably influence the interviewer's ratings of the structured portion of the interview and could even be used on the job, if hired. Support for this possibility includes recent findings that an applicant's level of generally desirable social characteristics-extraversion and verbal skills-were significant positive predictors of interviewer initial impressions (Barrick et al., 2012). ...
... Interestingly, Barrick et al. (2012) also speculated that rapportbuilding interactions include "additional disclosure or demonstration of job-relevant characteristics" beyond just verbal skills and extraversion (p. 344). ...
Nearly all employment interviews, even those considered highly structured, begin with a brief meet-and-greet conversation typically coalescing around non-job-related topics (i.e., rapport building). Although applicants and interviewers often view rapport building as an essential, value-adding component of the interview, it may contaminate interviewers' evaluations of answers to subsequently asked structured questions (Levashina, Hartwell, Morgeson, & Campion, 2014). Yet research has not determined the extent to which initial impressions developed during rapport building influence subsequent interviewer ratings through job-related interview content versus non-job-related content; whether these effects extend beyond more commonly examined image-related factors that can bias interviewers (i.e., self-presentation tactics); or how these effects are temporally bound when influencing interviewer ratings during the formal structured interview question-and-answer process. Addressing these questions, we integrate interview research with the extant social psychology literature to clarify rapport building's unique effects in the employment interview. In contrast to prior assumptions, findings based on 163 mock interviews suggest that a significant portion of initial impressions' influence overlaps with job-related interview content and, importantly, that these effects are distinct from other image-related constructs. Finally, initial impressions are found to more strongly relate to interviewer evaluations of applicant responses earlier rather than later in the structured interview. (PsycINFO Database Record
... Some researchers have suggested that extraverts are happier because they are more sociable (McCrae & Costa, 1987), are more socially skillful (as assessed by self-report measures; Argyle & Lu, 1990a), and contribute more to social interactions (Smillie, Wilt, Kabbani, Garratt, & Revelle, 2015). Indeed, research indicates that extraverts, compared with introverts, have higher-quality social interactions (Barrett & Pietromonaco, 1997;Barrick et al., 2012;Berry & Hansen, 2000) and are better at creating favorable impressions (Riggio & Friedman, 1986;Thorne, 1987) and establishing rapport (Barrick et al., 2012). However, a critical question remains: What behaviors do extraverts engage in that make them better at building rapport? ...
... Some researchers have suggested that extraverts are happier because they are more sociable (McCrae & Costa, 1987), are more socially skillful (as assessed by self-report measures; Argyle & Lu, 1990a), and contribute more to social interactions (Smillie, Wilt, Kabbani, Garratt, & Revelle, 2015). Indeed, research indicates that extraverts, compared with introverts, have higher-quality social interactions (Barrett & Pietromonaco, 1997;Barrick et al., 2012;Berry & Hansen, 2000) and are better at creating favorable impressions (Riggio & Friedman, 1986;Thorne, 1987) and establishing rapport (Barrick et al., 2012). However, a critical question remains: What behaviors do extraverts engage in that make them better at building rapport? ...
... Furthermore, although mimicry occurs nonconsciously, people in fact mimic more when they are motivated to affiliate with others than when they are not so motivated Lakin, Chartrand, & Arkin, 2008). Perhaps behavioral mimicry is a nonverbal behavior that explains why extraverts are better than introverts at building affiliation (Barrick et al., 2012;Riggio & Friedman, 1986;Thorne, 1987). ...
Extraverts are better than introverts at building rapport, but it remains unknown what they do behaviorally to better connect with other individuals. We hypothesized that extraverts mimic more than introverts as a way to build rapport; however, we predicted that this social skillfulness of extraverts emerges only when they are motivated to affiliate. In Study 1, we found that extraversion predicted increased mimicry when an affiliation goal was present, but not when an affiliation goal was absent. In Study 2, we found that mimicry mediates the relationship between extraversion and rapport, but only when an affiliation goal is present. Our findings are the first to identify a behavior that extraverts engage in that helps them build rapport. Furthermore, our studies show that this skillfulness of extraverts emerges only when they are motivated to affiliate, providing evidence in favor of the reward-sensitivity-as-core model of extraversion over the sociability-as-core model of extraversion.
... These communication dimensions have the potential to influence perceptions of candidates' personalities. For example, expressions of self-appearance in terms of verbal and non-verbal language are important in grasping another person's personality (Barrick et al., 2012). This assessment is subject to the medium's capacity to convey these cues (Barrick et al., 2012). ...
... For example, expressions of self-appearance in terms of verbal and non-verbal language are important in grasping another person's personality (Barrick et al., 2012). This assessment is subject to the medium's capacity to convey these cues (Barrick et al., 2012). In the context of a selection interview, the issue of language variety to express personality is also closely linked to the ability to channel verbal and non-verbal cues. ...
Adoption of new technology to support selection interviews may distort the validity of source data in HR analytics, with implications for Artificial Intelligence (AI) algorithms used to assess candidates' personality traits. Using a field experiment with real selection interviews, we compare two common selection interview modes—Face-to-Face and videoconference, to evaluate their impact on personality trait assessments. Our findings indicate that candidates scored more highly on agreeableness, openness, extroversion, and conscientiousness, but lower on neuroticism, during a Face-to-Face interview compared with videoconference. There was also greater variation in personality ratings when interview sequence commenced with videoconference followed by Face-to-Face, compared with the reverse order. Our results suggest that Face-to-Face followed by videoconference provide a less distorted assessment of personality traits than videoconference followed by Face-to-Face. This study also contributes to practical and academic debates centred on human and AI selection practices and the use of data analytics in HR processes.
... Empirical work has also demonstrated that additional person characteristics, including personality, physical appearance, past interview experiences, and skills are relevant in shaping interview outcomes (Barrick et al., 2011;Burnett & Motowidlo, 1998;Moynihan et al., 2003;Tross & Maurer, 2008). A number of characteristics have been deemed favorable for interviewees' performance ratings, including: physical attractiveness (Burnett & Motowidlo, 1998), extraversion and agreeableness (Graves, 1993), and impression management (Higgins & Judge, 2004). ...
... An applicant's relationship with the interviewer may be an important precursor to interview anxiety and candidate anxiety is expected to be reduced to the extent that the candidate knows the interviewer, feels that the interviewer is similar to them, and/or likes the interviewer (Ajoge et al., 2020;Barrick et al., 2011). ...
Interview anxiety is common among interviewees and has the potential to undermine an applicant's interview performance. Nevertheless, there is much that we do not understand about the role of anxiety in job interviews. In this paper, we advance a conceptual model that highlights the multidimensional nature of interview anxiety by incorporating its cognitive, behavioral, and physiological components, termed the Tripartite Interview Anxiety Framework (TIAF). This model highlights the role of person, interviewer, and contextual characteristics in shaping interview anxiety, elucidates the underlying relations between interview anxiety and performance, and delineates critical moderators of these important relations. In doing so, the TIAF simultaneously advances the theory of interview anxiety, promotes further work in this area, and highlights implications for practice.
... Second, we expect OPQs to generate positive affect through its humorous characteristics. Specifically, OPQs allow for light-hearted and playful banter (Fraley & Aron, 2004), which can generate interpersonal closeness and lead to more potential positive rapport-building experiences during the interview (Barrick et al., 2012). Okada (2015), for example, found that job candidates' ability to providing humorous responses during interviews was linked to greater rapport building as well as more favorable interviewer assessments. ...
... Although some recruiters may only use OPQs as an icebreaker or rapport building tactic, they may still be influenced by applicants' answers to the OPQ. Past research has found that interviewers often, and sometimes unconsciously, integrate non-diagnostic information ascertained during the job interview when forming judgments about potential candidates (Barrick et al., 2012;Dalal et al., 2020). Interviewers also consider information that is unrelated to the job. ...
To stand out, some organizations have started asking unorthodox interview questions to uncover unique qualities of the candidates while signaling the playful culture of their organization (e.g., “Would you rather fight a horse-sized duck or 100 duck-sized horses?”). Despite its growing popularity, there is no empirical research on the organizational impact of these unusual questions. In this paper, we introduce Oddball Personality Questions (OPQs) and a theoretical model of its impact on recruitment. We test our theoretical model had in two studies. In study 1 (n = 275), we found that compared to traditional interview questions, people judged OPQs to be less useful, but more likable. The negative effect of decreased usefulness judgments on organizational attraction was offset by the positive effect of increased likability judgments. Participants were not more attracted to organizations that asked OPQs. In study 2 (n = 266), using a multi-wave time-lagged study, we find job seekers with a greater sense of humor reported more favorable reactions toward Oddball Personality Questions and subsequent attraction to the organization. Despite the double-edged nature of OPQs for recruitment, we believe that its limitations outweigh the benefits. Until the validity of OPQs as an assessment tool is established, its use in employment interviews remains dubious and cannot be recommended.
... Teams are de ined as a group of people formed in order to achieve organizational goals (Beaubien & Baker, 2004). These teams are formed to achieve certain well de ined objectives along with producing goods and services (Barrick et al., 2012). The primary purpose of a team is to achieve ef iciency and effectiveness. ...
... They perform similar tasks as ad hoc teams but on a continuous basis (Devine et al., 1999). Researchers have shown that the major difference amongst ongoing and ad hoc teams is the time duration in which they are intact and duration of tasks they perform (Barrick et al., 2012). Intra-team processes are the interactions that take place among the members of a team (Hackman, 1990). ...
... Interviewer ratings. Technology-mediation restricts the interviewers' ability to observe nonverbal behavior and other rich cues, which includes impression management tactics (Barrick et al., 2012;Chapman & Rowe, 2001). Removal of these cues could influence how interviewers draw inferences and in turn either increase or decrease interviewers' ratings (Chapman & Rowe, 2001;DeGroot & Motowidlo, 1999;Howard & Ferris, 1996). ...
... For example, interviewees cannot read the facial expressions of the interviewers and adapt their responses as a means of ingratiation, nor can they smile or create other nonverbal personal connections. Ratings are also likely to be lower because the rapport-building stage is shorter in a technology-mediated interview; good impres-sions during this stage positively influence subsequent interviewer ratings (Barrick et al., 2012). In a FTF interview, there is a block of time between the moment the interviewee meets the interviewer and when the interview begins (e.g., walking from the lobby to interview location), which is not present in technology-mediated interviews. ...
The use of technology such as telephone and video has become common when conducting employment interviews. However, little is known about how technology affects applicant reactions and interviewer ratings. We conducted meta-analyses of 12 studies that resulted in K = 13 unique samples and N = 1,557. Mean effect sizes for interview medium on ratings (d = -.41) and reactions (d = -.36) were moderate and negative, suggesting that interviewer ratings and applicant reactions are lower in technology-mediated interviews. Generalizing research findings from face-to-face interviews to technology mediated interviews is inappropriate. Organizations should be especially wary of varying interview mode across applicants, as inconsistency in administration could lead to fairness issues. At the same time, given the limited research that exists, we call for renewed attention and further studies on potential moderators of this effect.
... Job interviews that do not address or accommodate the needs of autistic people may prevent or prove a barrier to them entering the workforce (Cage & Burton, 2019;Flower et al., 2021;Whelpley & May, 2022). First, interviews involve highly intricate and complex social interactions including rapport building and specific (but unspecified) expectations around communication with unfamiliar people (Anderson et al., 2021;Barrick et al., 2012). Second, because autistic job candidates may exhibit 'atypical' or different social behaviour to non-autistic people (American Psychiatric Association, 2013), autistic candidates are often judged less favourably than non-autistic candidates (Cage & Burton, 2019;Flower et al., 2021;Whelpley & May, 2022). ...
Autistic people face many challenges entering the workforce, for example, during job interviews where performance is reliant on particular social skills. To be competitive during job interviews, autistic people may experience pressure to conceal or ‘camouflage’ their autistic traits and behaviour. This qualitative study used semi-structured interviews to explore the job interview experiences of 10 autistic people. Based on the literature, we were curious as to whether participants would report behaviour consistent with the camouflaging hypothesis. Thematic analysis identified six themes reflecting individual and environmental factors. Participants reported engaging in camouflaging behaviour during job interviews, with external factors (e.g. avoid being treated differently) cited as the primary reason. Participants reported that camouflaging required effort, leading to stress, anxiety, exhaustion and feeling ‘burnt out’. They expressed a desire for an inclusive, understanding and accommodating environment where they would feel more comfortable disclosing their diagnosis without feeling they needed to conceal their autistic traits and behaviour. These preliminary findings add to the current literature regarding autism, camouflaging and employment.
Lay abstract
When applying for a job, autistic job candidates are likely to face a number of challenges. Job interviews are one of these challenges – they require communicating and relationship-building with unfamiliar people and involve expectations about behaviour (that may vary between companies and are not made clear to job candidates). Given autistic people communicate differently to non-autistic people, autistic job candidates may be disadvantaged in the interview process. Autistic candidates may not feel comfortable or safe sharing with organisations their autistic identity and may feel pressure to hide any characteristics or behaviour they feel might indicate they are autistic. To explore this issue, we interviewed 10 autistic adults about their job interview experiences in Australia. We analysed the content of the interviews and found three themes that related to the individual person and three themes that related to environmental factors. Participants told us that they engaged in camouflaging behaviour during job interviews, feeling pressure to conceal aspects of themselves. Those who camouflaged during job interviews reported that it took a lot of effort, which resulted in increased stress, anxiety and exhaustion. The autistic adults we spoke to reported a need for inclusive, understanding and accommodating employers to help them feel more comfortable disclosing their autism diagnosis in the job application process. These findings add to current research that has explored camouflaging behaviour and barriers to employment for autistic people.
... Tijdens de interviewfase gaat de interviewer deze initiële impressie verder toetsen. Deze fase start meestal met een kennismaking (de rapport building; Barrick et al., 2012). De interviewer ontvangt de sollicitant, probeert het ijs te breken en een relatie op te bouwen op basis van small talk. ...
Het selecteren van goede werknemers is van groot belang voor het garanderen van goed functionerende organisaties. Allereerst bekijken we de huidige wetenschappelijk stand van zaken met betrekking tot het selecteren van werknemers. We bespreken de verschillende fases van een selectieprocedure, perspectieven om naar selectie te kijken en het selectiemodel. We eindigen het eerste deel met een kritische bespreking van de voornaamste selectie-instrumenten op basis van de best beschikbare wetenschappelijke evidentie en een samenvattende testwijzer. Vervolgens illustreren we een aantal recente uitdagingen voor werving en selectie aan de hand van casussen; we eindigen met een kritische noot over de zogenoemde scientist-practitioner gap (de kloof tussen wetenschap en praktijk) en wat we hieraan kunnen doen.
... Better verbal skills may bene t job candidates to present themselves better during job interviews (39). ...
Background: A few studies described surgical personality, inquiring all its dimensions, as well as surgeons’ psychomotor abilities and propensity for teamwork. Even fewer papers examined their spirituality and its impact on the effectiveness of daily surgical labor. The aim of this paper is to evaluate personality traits, psychomotor abilities and spirituality in surgeons and surgical residents, as well as propensity for teamwork in relation to their work experience.
Methods: The study involved 15 male surgeons aged 40-49 and 15 male surgical residents aged 30-39, who were divided into the case and control group according to their age. The Eysenck Personality Questionnaire, visual stimulus response rate, oculomotor, and manual ability assessments, movement stability testing, intrinsic/extrinsic religious orientation, and teamwork efficiency questionnaires were used.
Results: No statistically significant differences in personality traits, psychomotor abilities, religious orientation, and propensity for teamwork were recorded between surgeons and residents. These may support the specialty choice, and selection of surgical teams helping them to make important professional decisions, which well-affect the patients’ outcome.
... • Most of the interviews are not based on the job analysis (Wilk and Cappelli, 2003;Fry, 2018); • 25-33% of the candidates tend to give false information regarding experience, competencies, level of wage in previous jobs, and others (McDaniel, 1997); • The recruiters are subjective, especially on gender, age, or disabilities. They also have selecting hearing and memory (Carnes et al., 2015;Barrick et al., 2009;Barrick et al., 2012;; • The decision for selection comes in the first four minutes of the interview. Moreover, the success of selection increases for the first three candidates and decreases beginning with the fourth ). ...
The purpose of the study is to propose a scientific method for selecting project managers in civil engineering by combining KSA and Multi-Criteria Decision Making (Electre I). The author used the literature review and a case study to collect information and validate three hypotheses: (1) KSA may represent a tool for ranking the candidates` competencies for project managers; (2) interviews may provide false results if they are not supported by other selection methods; (3) Electre I may be used for choosing the most suitable candidate. By applying KSA, criteria were grouped in three categories: knowledge (31%), skills (35%), and abilities (34%). The most important competencies for the ideal profile were: leadership (18%), planning (16%), teamwork (14%), and communication (13%). The candidates went through two interviews (structural and situational) and an assessment center. They received scores for each criterion, which were computed using Electre I, by outranking the candidates according to the rates given to criteria. By comparing the data, it was found that interviews provided distorted ranking, due to the subjectivity of the assessors. The results validated the hypotheses, and, based on outcomes of the literature, the combined methods may be applied in civil engineering or in other manufacturer industries.
... This moves beyond demographic constants and nondescript 'attractiveness' (e.g., aesthetic appeal; Stone & Stone, 2015) that dominates the appearance bias literature, and provides a taxonomy for future research investigating the role of various components of appearance within the interview context. As such, the proposed model addresses calls for research on the influence of appearance on interviewer perceptions, and incorporates into a single model various aspects of appearance often examined in isolation (Barrick et al., 2012;Derous et al., 2015;Huffcutt, 2011). ...
The influence of a candidate’s physical appearance on interview evaluations is well documented. However, few models exist that explain how and why specific components of physical appearance influence interviewer perceptions. We address this discrepancy by identifying the primary components of appearance and integrating findings from the appearance literature to explain the relationship between candidate appearance and interview evaluations. We propose that interviewers compare traits inferred from a candidate’s physical appearance with traits associated with their prototype for the job position. Interviewers perceive a strong person-job fit when these traits align, which is indicated by a prototype match. By detailing this progression in the proposed conceptual model, this paper answers calls from recent research and provides new directions for future inquiry.
... This research showed that such brief behavioral observations enable observers to make accurate judgments that reveal valid information about a diverse set of outcomes, such as self-and other-ratings of personality, social relations and clinical outcomes, and performance in various fields (Ambady, Bernieri, & Richeson, 2000;Ambady & Rosenthal, 1992). In personnel selection, initial impressions have also been found to predict performance and employment decisions (Barrick et al., 2012;Barrick, Swider, & Stewart, 2010;Ingold, Dönni, & Lievens, in press). ...
This paper presents Multiple Speed Assessments as an umbrella term to encompass a variety of approaches that include multiple (e.g., 20), short (e.g., 3 min), and often integrated interpersonal simulations to elicit overt behavior in a standardized way across participants. Multiple Speed Assessments can be used to get insight into the behavioral repertoire of a target person in situations sampled from a predefined target domain and their intraindividual variability across these situations. This paper outlines the characteristics and theoretical basis of Multiple Speed Assessments. We also discuss various already existing examples of Multiple Speed Assessments (Objective Structured Clinical Examinations, Multiple Mini-Interviews, and constructed response multimedia tests) and provide an overview of design variations. Finally, we present current research evidence and future research directions related to Multiple Speed Assessments. Although we present Multiple Speed Assessments in the context of personnel selection, it can also be used for assessment in the educational, personality, or clinical psychology field.
... An abundance of research has demonstrated that extraversion is positively associated with frequency of social interaction [32], a felt sense of community [33], positive perceptions of conversation partners [32], and perceived control in social contexts [32]. Individuals higher in extraversion create more favorable first impressions [34], [35], engender positive social environments [36], and elicit more liking from their social interaction partners [37]. Furthermore, research has shown that the ability to create more positive social experiences mediates the relationship between extraversion and positive affect [38]. ...
Given research suggesting that social interactions are beneficial, it is unclear why individuals lower in extraversion engage less in social interactions. In this study, we test whether individuals lower in extraversion reap fewer hedonic rewards from social interactions and explore social psychological processes that explain their experiences. Before participants socialized, we measured extraversion, state positive affect, cognitive capacity, and expectations about the social interactions. After participants socialized with one another, we measured state positive affect and cognitive capacity again as well as fear of negative evaluation and belief in limited cognitive capacity. Participants also rated the social skillfulness of each interaction partner. We found that less extraverted individuals expect to feel worse after socializing. However, all but those extremely low in extraversion (17% of sample) actually experience an increase in positive affect after socializing. Surprisingly, those low in extraversion did not show reduced cognitive capacity after socializing. Although they are more likely to believe that cognitive capacity is limited and to be fearful of negative evaluation, these characteristics did not explain the social experience of those low in extraversion.
... Facets such as sociability in extraversion contribute to achieving affiliation motives via greater exposure to social activity (Costa & McCrae, 1992;Winter, John, Stewart, Klohnen, & Duncan, 1998). When motivated to affiliate with others, extraverts tend to use more affiliation strategies to build rapport and liking (Duffy & Chartrand, 2015), resulting in better impressions and interactions (Barrick et al., 2012). Eysenck (1967) first proposed the reticulo-cortical circuit as one of two brain systems in a conceptual nervous system. ...
Spicy food has historically been eaten for practical and hedonic reasons despite the painful burning sensation it triggers. Shared experiences of pain have been shown to give rise to feelings of bonding and cooperation, which may be driven by the affiliative function of pain. Here, it is examined if shared experiences of pain, operationalized by consumption of spicy food, would enhance social bonding and related outcomes (e.g. in-group bias, cooperation) in a realistic setting, and if extraversion would moderate this relationship. Eighty-three participants consumed spicy/non-spicy chicken wings in assigned groups, answered a series of questionnaires on feelings of affiliation and engaged in a series of social dilemmas. Support for the main hypotheses that consumption of spicy food will lead to feelings of bonding (FoB), in-group bias and cooperation was not found. However, extraversion was a significant moderator of the relationship between spicy food and FoB. After eating spicy food, participants with high extraversion felt stronger FoB to their group. These results suggest that consumption of spicy food may promote affiliative tendencies, but only among those with dispositional needs or motives for social interaction. This knowledge may be applied in measures to promote short-term bonding in functions such as tourism. Future research could examine possible alternative pathways through which spicy food triggers social bonding, as well as its other effects while keeping in mind the current limitations.
... Where this becomes particularly evident, and problematic, is in the face-toface selection interview. Although interviews remain the frequently used selection tool in recruitment, evidence denoting their proneness to biases and discrimination is relatively well documented (Barrick et al. 2012;Derous et al. 2016;Purkiss et al. 2006). ...
This chapter reviews the extant literature regarding the existence of implicit bias in key selection, recruitment, and promotion decision-making processes. It includes an analysis of the impact of stereotyping on screening of resumes, in-group bias in interviews, the impact of stereotype threat on candidate performance, and interviewer confirmation bias. This substantial body of evidence suggests that to tackle discrimination caused by implicit bias in the modern workplace, a different approach is needed. These subtler, deeper routed forms of discrimination require subtler and deeper-routed interventions. Instead of attempting to ‘outlaw’ implicit bias, its motivational underpinning must be addressed, along with the cultural factors, which may trigger or maintain the beliefs and attitudes underpinning the bias.
... Initial impressions may be formed during the rapport-building phase of the interview (Barrick, Swider, & Stewart, 2010), even in the absence of pre-interview information. There may be some benefit from these initial impressions (Barrick et al., 2010(Barrick et al., , 2012Swider, Barrick, & Harris, 2016). Barrick et al. (2010) had interviewers judge the competence of the candidate from the rapport-building phase. ...
First impressions are frequently seen as a biasing factor that may prevent an interviewer from forming a comprehensive assessment of the applicant. However, research has found that people can make surprisingly accurate impressions of others based on minimal information. Additional exposure to the applicant would be expected to lead to a more accurate impression, but a previous meta-analysis on the employment interview found evidence for a negative relationship between the length of the interview and validity. Using a much larger sample of studies, the current meta-analysis examined whether length of the interview was related to the validity of the interview. In addition, I examined the relation between interview length and reliability. Results revealed that the subset of studies reporting length of interviews yielded reliability and validity estimates consistent with more comprehensive meta-analyses. Consistent with previous research on consensus judgements of personality, length of the interview was found to be unrelated to reliability. However, contrary to the previous meta-analysis, validity was also unrelated to the length of the interview.
... In contrast, general verbal competencies increased the probability of finding a new job, even after controlling for these sociodemographic differences. Thus, verbal skills seem to help job seekers to present themselves favorably during job interviews and, thus, contribute to their reemployment success [53]. Second, higher levels of reading competence predicted shorter unemployment periods. ...
Involuntary periods of unemployment represent major negative experiences for many individuals. Therefore, it is important to identify factors determining the speed job seekers are able to find new employment. The present study focused on cognitive and non-cognitive abilities of job seekers that determine their reemployment success. A sample of German adults (N = 1366) reported on their employment histories over the course of six years and provided measures on their fluid and crystallized intelligence, mathematical and reading competence, and the Big Five of personality. Proportional hazard regression analyses modeled the conditional probability of finding a new job at a given time dependent on the cognitive and personality scores. The results showed that fluid and crystallized intelligence as well as reading competence increased the probability of reemployment. Moreover, emotionally stable job seekers had higher odds of finding new employment. Other personality traits of the Big Five were less relevant for reemployment success. Finally, crystallized intelligence and emotional stability exhibited unique predictive power after controlling for the other traits and showed incremental effects with regard to age, education, and job type. These findings highlight that stable individual differences have a systematic, albeit rather small, effect on unemployment durations.
... The study by Kristof-Brown et al. (2002) also reported that extroversion was the highest correlate of self-promotion in the interview, for example, "I took charge to get my point across". In fact, recent research has suggested that extrovert applicant characteristics affect interviewer perceptions as early as 3 minutes into employment interviews (Barrick, Dustin, Giluk, Stewart, Shaffer, & Swider, 2011). Moreover, mediator effects have occurred when interviewers use decision heuristics and impute candidates' extroversion from a firm handshake (Stewart et al., 2008) as well as from vocal qualities (DeGroot & Gooty, 2009). ...
The causal effects of extroversion and conscientiousness, two Big Five personality dimensions, were assessed on both selection and work success in a naturally occurring field study. College students (N = 96) completed Neuroticism-Extroversion Openness Five-Factor Inventory (NEO-FFI) personality scales during their freshman year and subsequently provided starting salary and salary growth measures after graduating and joining the labour market. The results revealed that extroversion and conscientiousness had opposite effects: extroversion was related to starting salary but not salary growth whereas conscientiousness was unrelated to starting salary growth but significantly so to salary growth. An explanation is that extroversion is easily observed during selection because it indicates warmth and high energy whereas it is less helpful on the job because social vitality does not affect work goals and dominance is counterproductive, especially in nonmanagerial, entry-level jobs. Conversely, conscientiousness is difficult to observe during selection, and GPA (an excellent proxy for conscientiousness) is not requested. However, conscientious employees grow their salaries quicker because they are intrinsically motivated and well-organized.
... However, when the students interviewed with the Big Four accounting firms for summer internships two weeks later, the end-of-interview evaluations in the practice interviews predicted internship offers four times better than did the initial evaluations. Subsequently, Barrick et al. (2011) showed that interviewers were most influenced by candidates' verbal fluency and extrovert personalities during Stage 2. ...
Abstract
Purpose
–
The purpose of this paper is to provide a conceptual model of the standard employment
interview that practitioners may use to improve their interview skills and the accuracy of their
selection decisions.
Design/methodology/approach
–
The dynamics of each discrete stage of the interview model are
supported by empirical findings from the research literature on employment interviewing.
Findings
–
An interview transitions through four naturally occurring stages: the initial impression
formed in the first few seconds when the candidate and interviewer first lay eyes on one another;
a rapport building stage of several minutes to help each party settle in; the body of the interview in
which job skills and culture-fit are assessed; and the close, when the interviewer asks if the candidate
has any questions about the job or company.
Research limitations/implications
–
Implications for research include providing solutions to the
problem of difficult-to-control personal biases (especially during Stages 1 and 2), as well as conducting
holistic studies that include the factors that influence decision making across all four stages to
determine their relative weights.
Practical implications
–
The four stage model can be used to design interview training programs.
By dividing the interview into discrete stages, practitioners can become aware of the pitfalls within
each stage and use evidence-based findings to correct mistakes.
Social implications
–
Companies and job candidates benefit alike when selection is based on job
skills and person-organization fit rather than on how well job candidates can interview.
Originality/value
–
This is the first paper to propose that employment interviews move through four
discrete stages and to support the assertion with findings from secondary empirical research.
... Initial impressions may indeed serve as selffulfilling prophecies that -by definition-create congruent behaviors during subsequent interview phases based on earlier formed expectations and hypotheses (like stereotypes; Jussim, 1986). For instance, several studies consistently showed effects of initial impressions from both pre-interview information (Springbett, 1958) and rapport building (Barrick, Dustin, Giluk, Stewart, Shaffer, & Swider, 2012;Barrick, Swider, & Stewart, 2010;Levashina et al., 2014) on post-interview evaluations. Levashina and colleagues (2014) aptly commented that rapport building could contaminate interview judgments through initial impressions, as these are based on job-irrelevant information. ...
The job interview is one of the most widely used assessment tools in the selection process. Despite its popularity in practice, interview outcomes can be prone to bias. Although our knowledge of stigmatizing applicant characteristics that elicit subgroup differences has grown exponentially, research continuously highlights the need for a framework underlying interview bias. This paper proposes a framework for interview bias based on the dual-process theory, which is a widely applicable theoretical framework that has influenced research on social-interactions, information processing, and decision making. Specifically, we investigate how stigmatizing applicant characteristics affect interviewers’ information processing during the three main stages of the interview (i.e., pre-interview, interview, decision-making), we discuss situational and interviewer factors as moderators, and describe the impact on interview outcomes (like interview bias). Building on the dual-process theory, we formulate key propositions, related to each of the interview stages. Finally, we discuss the implications of this framework for future interview and stigma research and for organizations’ interviewing practice.
... 20,21 Applicants' verbal skills have been shown to determine immediate interviewer impressions and, in turn, final appraisals. 49 The issue of SES-based physician workforce disparities has received less attention than race/ ethnicity-based disparities. 6 Thus, it is less likely that raters consciously biased their evaluations in favor of lower SES applicants to address SES-based physician workforce disparities. ...
To examine associations of medical school applicant underrepresented minority (URM) status and socioeconomic status (SES) with Multiple Mini-Interview (MMI) invitation and performance and acceptance recommendation.
The authors conducted a correlational study of applicants submitting secondary applications to the University of California, Davis, School of Medicine, 2011-2013. URM applicants were black, Southeast Asian, Native American, Pacific Islander, and/or Hispanic. SES from eight application variables was modeled (0-1 score, higher score = lower SES). Regression analyses examined associations of URM status and SES with MMI invitation (yes/no), MMI score (mean of 10 station ratings, range 0-3), and admission committee recommendation (accept versus not), adjusting for age, sex, and academic performance.
Of 7,964 secondary-application applicants, 19.7% were URM and 15.1% self-designated disadvantaged; 1,420 (17.8%) participated in the MMI and were evaluated for acceptance. URM status was not associated with MMI invitation (OR 1.14; 95% CI 0.98 to 1.33), MMI score (0.00-point difference, CI -0.08 to 0.08), or acceptance recommendation (OR 1.08; CI 0.69 to 1.68). Lower SES applicants were more likely to be invited to an MMI (OR 5.95; CI 4.76 to 7.44) and recommended for acceptance (OR 3.28; CI 1.79 to 6.00), but had lower MMI scores (-0.12 points, CI -0.23 to -0.01).
MMI-based admissions did not disfavor URM applicants. Lower SES applicants had lower MMI scores but were more likely to be invited to an MMI and recommended for acceptance. Multischool collaborations should examine how MMI-based admissions affect URM and lower SES applicants.
... The present study was embedded within a research paradigm of a simulated selection process that has been successfully employed in other studies (e.g., Barrick et al., 2012;Jansen et al., 2013). Participants usually perceive the applicant setting as realistic, report nervousness and try to perform their best. ...
The self-presentation tactics of candidates during job interviews and on personality inventories have been a focal topic in selection research. The current study investigated self-presentation across these two selection devices. Specifically, we examined whether candidates who use impression management (IM) tactics during an interview show more faking on a personality inventory and whether the relation to job performance is similar for both forms of self-presentation. Data were collected in a simulated selection process with an interview under applicant conditions and a personality inventory that was administered under applicant conditions and thereafter for research purposes. Because all participants were employed, we were also able to collect job performance ratings from their supervisors. Candidates who used IM in the interview also showed more faking in a personality inventory. Importantly, faking was positively related to supervisors’ job performance ratings, but IM was unrelated. Hence, this study gives rise to arguments for a more balanced view of self-presentation.
... Thereby, the current study also provides empirical support for the fruitfulness of research that centers on interviewee performance and conceptualizes interviews as an interaction (Dipboye, Macan, & Shahani-Denning, 2012;Huffcutt et al., 2011;Levashina et al., in press;Melchers et al., in press). As such, this study adds to recent research on how candidates make a good impression in interviews, hence to research on candidates' selfpresentation in interviews (see Barrick et al., 2009, for an overview) or on interviewer's first impressions (Barrick et al., 2012;Barrick et al., 2010). ...
Purpose: This study aimed at shedding light on why situational interviews (SIs) predict job performance. We examined an explanation based upon the importance of interviewees’ Ability to Identify Criteria (ATIC, i.e., to read the targeted interview dimensions) for SI performance.
Design/Methodology/Approach: Data were obtained from 97 interviewees who participated in a mock interview to train for future applications. This approach enabled us to conduct the SIs under standardized conditions, to assess interviewees’ ATIC, and at the same time, to collect job performance data from interviewee’s current supervisors.
Findings: We found that interviewees’ ATIC scores were not only positively related to their interview performance, but also predicted job performance as rated by their supervisors. Furthermore, controlling for interviewees’ ATIC significantly lowered the relationship between performance in the SI and job performance.
Implications: Better understanding of the mechanisms that underlie the criterion-related validity of SIs is crucial for theoretical progress and improving personnel selection procedures. This study highlights the relevance of interviewees’ ATIC for predicting job performance. It also underscores the importance of constructing interviews to enable candidates to show their criterion-relevant abilities.
Originality/Value: This study shows that interviewees’ ATIC contributes to a better understanding of why the SI predicts job performance.
... What makes this issue particularly important is not just the implication that it is okay to allow interviewers some minor variability in their approach (e.g., limited probing), but rather that doing so could actually improve the accuracy of their ratings. As Barrick et al. (2012) noted, 'there is a limit to the amount of structure that can be imposed upon the interview before it becomes an impersonal, mechanical process' (p. 331). ...
This study provides updated estimates of the criterion-related validity of employment interviews, incorporating indirect range restriction methodology. Using a final dataset of 92 coefficients (N = 7,389), we found corrected estimates by structural level of .20 (Level 1), .46 (Level 2), .71 (Level 3), and .70 (Level 4). The latter values are noticeably higher than in previous interview meta-analyses where the assumption was made that all restriction was direct. These results highlight the importance of considering indirect range restriction in selection. However, we found a number of studies involving both indirect and direct restriction, which calls into question the viability of assuming all restriction is now indirect. We found preliminary empirical support for correction of one of these multiple restriction patterns, indirect then direct.
... In some cases, social skills and behavioral tendencies are rated more frequently in interviews than any other construct (Huffcutt et al. 2001;Posthuma et al. 2002). Socially-based skills, including response content, composure, and even appearance, influence how the interviewer perceives and evaluates a candidate (Barrick et al. 2009(Barrick et al. , 2012. ...
This study evaluated the effectiveness of an internet accessed training program that included Theory of Mind-based guidance, video models, visual supports, and virtual reality practice sessions in teaching appropriate job interview skills to individuals with high functioning Autism Spectrum Disorders. In a randomized study, twenty-two youth, ages 16-19, were evaluated during two employment interviews. Half received a training intervention following the initial interview and the half who served as a contrast group did not. Their performance pre and post intervention was assessed by four independent raters using a scale that included evaluation of both Content and Delivery. Results suggest that youth who completed the JobTIPS employment program demonstrated significantly more effective verbal content skills than those who did not.
We develop and test a holistic model of how team members’ swift judgments about a prospective team member impact their selection decisions and how accurate those judgments are in predicting the prospective member’s performance. Applying the social psychology literature on person perception to the organizational literature on team member selection, we argue that team members’ perceptions of the prospective member’s competence primarily shape their predictions about the prospective member’s task-related performance in the team, whereas perceptions of warmth primarily shape predictions about the prospective member’s interpersonal contextual performance in the team. We further propose that, although team members rely on both performance predictions when choosing a prospective member, predicted task-related performance receives more weight than predicted interpersonal contextual performance, and that the importance of predicted interpersonal contextual performance is elevated when team task interdependence is high. Importantly, we theorize that the predictions about task-related performance show good accuracy, whereas the predictions about interpersonal contextual performance do not, which makes the reliance on the latter erroneous. Across two studies utilizing prospective members’ actual task-related and interpersonal contextual performance (objective and peer-rated), as well as team members’ predictions about such performances, we found support for our predictions. Our research resolves several outstanding puzzles in the literature on person perception, integrates it into organizational research, and offers novel and actionable insights for selecting prospective team members.
The Big Five personality traits predict many important life outcomes. These traits, although relatively stable, are also open to change across time. However, whether these changes likewise predict a wide range of life outcomes has yet to be rigorously tested. This has implications for the types of processes linking trait levels and changes with future outcomes: distal, cumulative processes versus more immediate, proximal processes, respectively. The current study used seven longitudinal datasets (N = 81,980) to comprehensively examine the unique relationship that changes in the Big Five traits have with static levels of and changes in numerous outcomes in the domains of health, education, career, finance, relationships, and civic engagement. Meta-analytic estimates were calculated and study-level variables were examined as potential moderators of these pooled effects. Results indicated that changes in personality traits are sometimes prospectively related to static outcomes – such as health status, degree attainment, unemployment, and volunteering – above and beyond associations due to static trait levels. Moreover, changes in personality more frequently predicted changes in these outcomes, with associations for new outcomes emerging as well (e.g., marriage, divorce). Across all meta-analytic models, the magnitude of effects for changes in traits was never larger than that of static levels and there were fewer change associations. Study-level moderators (e.g., average age, number of Big Five waves, internal consistency estimates) were rarely associated with effects. Our study suggests personality change can play a valuable role in one’s development and highlights that both cumulative and proximal processes matter for some trait-outcome associations.
Ett av de mest robusta fynden inom personlighets- och välbefinnandeforskning är det starka sambandet mellan personlighetsdraget extraversion och positiva emotioner, lycka samt subjektivt och psykologiskt välbefinnande. Vad som kunde förklara varför extraverta är lyckligare har i årtionden ingående undersökts, om än osystematiskt och från skilda utgångspunkter. Detta har även noterats på fältet, och för att underlätta fortsatt forskning belyser denna litteraturöversikt hur frågeställningen undersökts till dags dato. Utifrån McCraes och Costas (1991) ursprungliga uppdelning i instrumentella och temperamentella modeller samt Hampsons (2012) indelning av medierande och modererande personlighetsprocesser identifieras, systematiseras och presenteras
de huvudsakliga förklaringarna som förekommer i litteraturen för sambandet mellan extraversion och lycka. Resultatet består av ett konceptuellt diagram (se Figur 1 s. 20–21) med två övergripande förklaringsmodeller, sex distinkta mekanismer, tio personlighetsprocesser och tretton hypoteser som redovisas med tillhörande forskningslitteratur. Förutom en historisk överblick över tillvägagångssätt i forskningen presenteras även aktuell metodik för personlighetsprocesser. Vidare behandlas även hur resultaten är symptomatiska för den rådande problematiken kring konceptualisering, operationalisering samt metodologi inom personlighets- och lyckoforskning, samt resultatens och socialpsykologins relevans för fortsatt forskning och befrämjande av lycka och välbefinnande.
[One of the most robust findings in personality and well-being research is the strong relationship between the personality trait extraversion and positive emotions, happiness, and subjective and psychological well-being. The factors explaining why extraverts are happier has been investigated in depth for decades, albeit unsystematically and from different points of view. This has also been noted in the field, and to facilitate further research, this literature review highlights how the issue has been investigated to date. Based on the original division into instrumental and temperamental models by McCrae and Costa (1991), and the division of mediating and moderating personality processes by Hampson (2012), the main explanations that appear in the literature for the relationship between extraversion and happiness are identified, systematized, and presented. The result consists of a conceptual diagram (see Figure 1, pp. 20–21) with two overall explanatory models, six distinct mechanisms, ten personality processes, and thirteen hypotheses, which are reported with associated research literature. In addition to a historical overview of research approaches, current methodology for personality processes is also presented. Furthermore, the issue of how the results are symptomatic of the prevailing problems around conceptualization, operationalization, and methodology in personality and happiness research is also discussed, as well as the relevance of the results and social psychology for continued research and the promotion of happiness and well-being.]
Using 2,603 executive assessments, we study how CEO candidates differ from candidates for other top management positions, particularly CFOs. More than half the variation in the 30 assessed characteristics is explained by four factors that we interpret as general ability, execution (versus interpersonal), charisma (versus analytical), and strategic (versus managerial). CEO candidates have more extreme factor scores that differ significantly from those of CFO candidates. Conditional on being considered, candidates with greater general ability and interpersonal skills are more likely to be hired. These and our previous results on CEO success suggest that boards overweight interpersonal skills in hiring CEOs.
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ZUSAMMENFASSUNG In einem Online-Experiment mit 472 Personen wird die Bedeutung des Akzents von Bewerbern untersucht. Die Pbn hören ein Telefoninterview, in dem eine Bewerberin entweder hochdeutsch, mit bayerischem oder sächsischem Akzent spricht. Anschließend bewerten sie diese hinsichtlich einer Vielzahl von Eigenschaften. Im Ergebnis zeigt sich ein sehr großer Haupteffekt (Eta 2 =.24) des Akzents. Die sächsisch sprechende Bewer-berin wird im Vergleich zu einer hochdeutsch bzw. einer mit bayerischem Akzent sprechenden Bewerberin als weniger leistungsorientiert und sozial kompetent erlebt. Zudem würde sie mit geringerer Wahrscheinlichkeit zu einem nachfolgenden Interview eingeladen oder eingestellt werden. Die bayerisch sprechende Bewerberin ist nur in zwei Punkten im Nachteil gegenüber einer hochdeutsch sprechenden: sie wird als weniger leistungsorientiert wahrgenommen und erhält mit geringerer Wahrscheinlichkeit eine direkte Stellenzusage. Die berufliche Erfahrung mit Personalauswahlprozessen schützt nicht vor derartigen Urteilsverzerrungen. Beurteiler, die selbst mit Akzent sprechen, weisen geringfügi-gere Verzerrungseffekte auf, allerdings nur bezogen auf den bayerischen Akzent.
This study integrates past research addressing decision‐making, employee selection, and influence processes in an attempt to provide both a theoretical and empirical foundation for future research addressing initial impressions throughout the interview process. Using data from a simulated hiring situation comprised of 28 recruiters and 229 applicants, the results suggest that initial impressions formed at the beginning of the interview make a substantive impact on final impressions. However, impressions formed at the career fair do not appear to impact final impressions without considering the interactive effects of decision confidence. Hypotheses proposing that decision confidence would moderate linkages between initial impressions formed at the beginning of the interview and both interview scores and final impressions were not supported. We discuss the theoretical and practical implications of these findings for selection.
Research suggests that early impressions influence employment interview outcomes. A highly controlled experiment examined the effects of pre-interview qualifications information and early applicant impression management behavior on interviewers’ early impressions and, in turn, applicant outcomes. Mock interviewers (N = 247) judged the same applicant with a poorer pre- interview qualification ranking to be a poorer performer, but also perceived the applicant to have faked (deceived) more, and considered the applicant less likeable, less competent, less dedicated, and more conceited. Early applicant impression management behavior did not consistently contribute to interviewers’ early impressions, or to perceptions and judgments. Overall, these findings suggest that early applicant information can affect interviewer cognitions and judgments through the formation of early impressions.
Management is not an abstraction; rather, it is an active process conducted within a specific organizational environment. To be successful and effective, managers must appreciate the organizational environment within which they operate and align their efforts with its underlying system of assumptions, beliefs, and values—that is, with its culture. This chapter provides an introduction to the cultural forces at work within work-related environments: national cultures, organizational cultures, and organizational climates. It offers a broad and pragmatic insight into organizational culture and culture typologies. It also invites managers to explore the culture of their work and organizational environments, to determine the cultural elements and forces at work, and to select a managerial approach that is appropriate and culturally attuned.
Courses: Public Speaking, Interpersonal Communication, Organizational Communication, Introduction to Communication Studies, Business Communication
Objectives: The goal for this activity is not only to provide students with an understanding of their initial, derived, and terminal credibility when relating a personal, edifying story but also to understand how they are initially perceived by their fellow students.
Building on a metacognitive framework of heuristic judgments, we investigate the
effect of applicant stigma on interviewers’ overconfidence in their (biased) judgments. 193
experienced interviewers conduced a face-to-face interview with an applicant who was
facially stigmatized or not, and who was either visible (traditional interview) or not (partiallyblind
interview) to the interviewer during the rapport building stage. In traditional interviews
negatively biased interview ratings of stigmatized applicants and overconfidence in these
judgments. This effect was partially mediated by the interviewer’s professional performance
during rapport building. Interview procedure moderated both the direct and indirect effect
(through professional performance) of applicant stigma on interviewer confidence. Results
show that interviewer (over)confidence in biased judgments is driven by the initial effects of,
and reactions to, the stigmatized applicant.
Managing People in Sport Organizations provides a comprehensive overview of the theory and practice of managing people within a strategic framework. This revised and updated second edition examines a range of strategic human resource management approaches that can be used by sport organizations to respond to contemporary challenges and to develop a sustainable performance culture. Drawing on well-established conceptual frameworks and current empirical research, the book systematically covers every key area of HRM theory and practice, including: recruitment; training and development; performance management and appraisal; motivation and reward; organizational culture; mployee relations; diversity; managing change. This new edition also includes expanded coverage of social media, volunteers, and individuals within organizations, and is supported with a new companion website carrying additional resources for students and instructors, including PowerPoint slides, exam questions and useful web links. No other book offers such an up-to-date introduction to core concepts and key professional skills in HRM in sport, and therefore Managing People in Sport Organizations is essential reading for any sport management student or any HR professional working in sport. © 2015 Tracy Taylor, Alison Doherty and Peter McGraw. All rights reserved.
Social influence processes in organizations involve the demonstration of particular behavioral tactics and strategies by individuals to influence behavioral outcomes controlled by others in ways that maximize influencer positive outcomes and minimize negative outcomes. Such processes necessarily draw from research in topic areas labeled impression management, self-presentation, interpersonal influence, and organizational politics. However, few efforts have been made to integrate this work for purposes of assessing our current knowledge base, and identifying gaps and thus areas in need of further investigation. The present paper provides a critical analysis and review of theory and research on social influence processes in the workplace, with particular emphasis on human resources systems, organized according to the What, the Where, the Who, and the How of influence. In the process, we identify neglected areas, including theory-building challenges, as well as key issues in need of empirical investigation.
There has been a growing interest in understanding what constructs are assessed in the employment interview and the properties of those assessments. To address these issues, the authors developed a comprehensive taxonomy of 7 types of constructs that the interview could assess. Analysis of 338 ratings from 47 actual interview studies indicated that basic personality and applied social skills were the most frequently rated constructs in this taxonomy, followed by mental capability and job knowledge and skills. Further analysis suggested that high-and low-structure interviews tend to focus on different constructs. Taking both frequency and validity results into consideration, the findings suggest that at least part of the reason why structured interviews tend to have higher validity is because they focus more on constructs that have a stronger relationship with job performance. Limitations and directions for future research are discussed.
Given the frequency with which interviews are used in selection, it is not surprising that work and organizational psychologists have devoted considerable attention to assessing their validity, reliability, and underlying dynamics. There have been several narrative reviews of this research literature in recent years. All are thorough, informative, and required reading for the serious scholar or practitioner of the interview. However, they are, for the most part, atheoretical and depict the interview as a series of disconnected and unrelated events. Typically, the social context is treated as a source of cues and the impact on the interview is framed from an information processing perspective. There are very few reviews that have examined the interrelationships among the cognitive and social processes and interview outcomes. Consequently, the major finding of interview research over the past century - that structured interviews achieve superior assessments than unstructured interviews - remains largely unexplained.
In this article, we attempt to distinguish between the properties of moderator and mediator variables at a number of levels. First, we seek to make theorists and researchers aware of the importance of not using the terms moderator and mediator interchangeably by carefully elaborating, both conceptually and strategically, the many ways in which moderators and mediators differ. We then go beyond this largely pedagogical function and delineate the conceptual and strategic implications of making use of such distinctions with regard to a wide range of phenomena, including control and stress, attitudes, and personality traits. We also provide a specific compendium of analytic procedures appropriate for making the most effective use of the moderator and mediator distinction, both separately and in terms of a broader causal system that includes both moderators and mediators. (46 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
We conducted a field study to test eight propositions derived from a process model of the selection interview (Dipboye, 1982; Dipboye & Macan, 1988). According to the model, interviewers' preinterview impressions of an applicant bias the subsequent conduct of the interview and processing of information in the direction of confirming these initial impressions. To test predictions from the model, we surveyed managers and the applicants they interviewed in each of 164 interviews. In support of the model, interviewers' preinterview evaluations were positively related to postinterview evaluations of applicant qualifications and process variables predicted to mediate this relation. Results also supported the model in that interviewers with favorable preinterview impressions were more likely to attribute good interview performances to the applicants' qualifications for the job and poor performances to external factors. Contrary to the model, confidence failed to moderate the above findings, and preinterview impressions were not predictive of applicant reports of interviewers' time spent in questioning. Some possible implications of the model for future research and for improving interview practice are discussed.
Using videotaped interviews with 60 managers in utility companies, the authors found that a composite of vocal interview cues (pitch, pitch variability, speech rate, pauses, and amplitude variability) correlated with supervisory ratings of job performance (r = .18, p < .05). Using videotaped interviews with 110 managers in a news-publishing company, the authors found that the same composite of vocal cues correlated with performance ratings (r = .20, p < .05) and with interviewers’ judgments (r = .20, p < .05) and that a composite of visual cues (physical attractiveness, smiling, gaze, hand movement, and body orientation) correlated with performance ratings (r = .14, p < .07) and with interviewers’ judgments (r = .21, p < .05). Results of tests of mediation effects indicate that personal reactions such as liking, trust, and attributed credibility toward interviewees explain relationships (a) between job performance and vocal cues and (b) between interviewers’ judgments and both visual and vocal cues.
This study examines the effects of powerful versus powerless speech styles on employment interview outcomes, extending and refining research by Wiley and Eskilson. Undergraduate and professional respondents listened to one of eight audiotaped interviews manipulated by speech style, interviewer gender, and interviewee gender and evaluated the interviewees’ dynamism, social attractiveness, competence, and employability on Likert-type scales. Results indicate that a powerful speech style results in positive attributions of competence and employability and that professional respondents evaluated the speech styles differently than did undergraduates. Implications for the employment interview are discussed, and directions for future research are also identified.
The authors present guidelines for establishing a useful range for interrater agreement and a cutoff for acceptable interrater agreement when using Burke, Finkelstein, and Dusig’s average deviation (AD) index as well as critical values for tests of statistical significance with the AD index. Under the assumption that judges respond randomly to an item or set of items in a measure, the authors show that a criterion for acceptable interrater agreement or practical significance when using the AD index can be approximated as c/6, where c is the number of response options for a Likert-type item. The resulting values of 0.8, 1.2, 1.5, and 1.8 are discussed as standards for acceptable interrater agreement when using the AD index with 5-, 7-, 9-, and 11-point items, respectively. Using similar logic, the AD agreement index and interpretive standard are generalized to the case of a response scale that involves percentages or proportions, rather than discrete categories, or at the other extreme, the assessment of interrater agreement with respect to the rating of a single target on a dichotomous item (e.g., yes-no, agree-disagree, true-false item formats). Finally, the usefulness of these guidelines for judging acceptable levels of interrater agreement with respect to the metric (or units) of the original response scale is discussed.
Applicant impression management tactics have been shown to positively influence interviewer evaluations. This study extends previous research by examining the moderating roles of interview structure, customer-contact requirement, and interview length in real employment interviews for actual job openings. Results from 151 applicants of 25 firms showed that the more structured the interview, the weaker the relationship between applicant nonverbal tactics and interviewer evaluation. In addition, when the extent of customer contact required for a job was relatively low, the influence of applicant self-focused tactics on interviewer evaluation was minimized. Furthermore, when the interview was of longer duration, the effects of applicant self-focused tactics became insignificant.
This prospective study investigated the validity of the Five-Factor Model (FFM) of personality and Holland's RIASEC vocational interest typology in predicting employment status and the nature of employment in a sample of graduating college seniors as they entered the job market. A sample of 934 senior college graduates enrolled in various academic subjects filled in Costa and McCrae's NEO-PI-R (1992) and Holland's Self-Directed Search (1979). One year after graduation, they were requested to describe their labor market positions and jobs, using the Position Classification Inventory (PCI; Gottfredson & Holland, 1991). Six hundred and twelve people responded to the second call, of whom 335 were employed and 66 unemployed. The incremental validity of the 2 models over and above each other was investigated in the sample of employed and unemployed subjects (N= 401) using stepwise regression analysis. The results showed that Extraversion and Conscientiousness were the only valid predictors of employment status and that vocational interests did not show incremental validity over and above these factors. The RIASEC types, however, were clearly superior in explaining the nature of employment, underscoring the validity of Holland's hexagonal calculus assumptions. Employment reflecting Realistic, Social and Enterprising characteristics was to a limited extent predicted by four of the Big Five, except Neuroticism, over and above the RIASEC types. The findings are discussed in the framework of Schneider's Attraction-Selection-Attrition (ASA) theory (1987) concluding that Holland's RIASEC model is more employee-driven, being better at predicting the nature of employment, whereas the FFM is more employer-oriedted, with greater validity in evaluating the employability and employment status of applicants.
ABSTRAO Unstructured, intuitive processes still appear to dominate HRM practices, despite the evidence in favor of more structured, rational approaches. The present paper is concerned with one example of this: the continued dominance of unstructured interviews in employee selection. Through structuring interview procedures, biases in information gathering, judgment, and decision making can be reduced and the reliability and validity of interviewer judgments improved. Despite the empirical support for the use of a structured interview process, organizations continue to rely primarily on unstructured interviews. The present paper proposes that the dominance of unstructured interviews can be attributed to the interviewer's attempts to achieve personal satisfaction, attain a good fit of employees to the job context, acquire and maintain power, make just decisions, and communicate the values of the organization. It is also suggested that a broader perspective is needed in the research and theory on employee selection that encompasses other functions of the selection process in addition to hiring the best person for the job.
Based on data from 4 independent studies reported by R. Vineberg and E. N. Taylor (1972) with a total sample size of 1,474, path analysis was used to examine the causal impact of job experience on job knowledge, performance capability as measured by job sample tests, and supervisory ratings of job performance. Findings support the conclusion that (1) when mean job experience is 2–3 yrs, there is substantial variance in job experience and (2) when the jobs are of an intermediate complexity level, job experience has a substantial direct impact on job knowledge and a smaller direct impact on performance capabilities as assessed by job sample measures. Job experience also has a substantial indirect effect on work sample performance through its effect on job knowledge, which, in turn, was found to be the strongest determinant of work sample performance. The pattern and magnitude of causal effects of general mental ability were similar to those of job experience. The effect of job knowledge on supervisory ratings was several times stronger than the effect of job sample performance, confirming the findings of J. E. Hunter (1983). When job experience was held constant, the direct impact of ability on the acquisition of job knowledge increased substantially, and this, in turn, increased the indirect effect of ability on job sample performance. (28 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
We conducted a field study to test eight propositions derived from a process model of the selection interview (Dipboye, 1982; Dipboye & Macan, 1988). According to the model, interviewers' preinterview impressions of an applicant bias the subsequent conduct of the interview and processing of information in the direction of confirming these initial impressions. To test predictions from the model, we surveyed managers and the applicants they interviewed in each of 164 interviews. In support of the model, interviewers' preinterview evaluations were positively related to postinterview evaluations of applicant qualifications and process variables predicted to mediate this relation. Results also supported the model in that interviewers with favorable preinterview impressions were more likely to attribute good interview performances to the applicants' qualifications for the job and poor performances to external factors. Contrary to the model, confidence failed to moderate the above findings, and preinterview impressions were not predictive of applicant reports of interviewers' time spent in questioning. Some possible implications of the model for future research and for improving interview practice are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Proposes a conceptual framework for defining and assessing basic social skills derived from the attempts of social personality psychologists to measure individual differences in nonverbal communication skills. Preliminary testing resulted in the development of a 105-item, pencil-and-paper measure of 7 basic dimensions of social skills, the Social Skills Inventory (SSI). In a series of validation studies using 149 undergraduate students, the SSI demonstrated convergent and discriminant validity in relation to other measures of nonverbal social skill and traditional personality scales (e.g., the Sixteen Personality Factor Questionnaire [16PF], the Marlowe-Crowne Social Desirability Scale). Scores on the SSI also predicted some social group memberships, typical social behaviors, and the depth of social networks. Evidence suggests that the SSI could prove to be a valuable tool for research in personality and social psychology and for work in applied settings. (57 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Attempted to replicate and extend the results of Passini and Norman (1966), who found surprising evidence of convergent validity (i.e., significant correlations with the targets' self-ratings) in strangers' judgments of 5 broad personality factors. In the current study, 250 previously unacquainted Ss were run in small, same-sex groups of various sizes. Ss rated both themselves and their fellow group members on the same set of 20 bipolar trait scales used by Passini and Norman. Consistent with previous research, significant self–peer agreement correlations were obtained for Extraversion and Conscientiousness. Ratings of Agreeableness also showed significant convergent validity when a sufficient number of peers rated the target. More generally, self–peer agreement correlations tended to rise as the number of peer raters increased. Possible explanations for the validity of strangers' trait ratings are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Several studies have shown above-chance agreement of self-reports on extraversion and conscientiousness with ratings by strangers, indicating that ratings by strangers might be quite accurate. Because self-reports are a less-than-ideal criterion to evaluate the accuracy of stranger ratings, however, the present study compared them also with ratings by acquaintances and with targets' performance on an intelligence test. Ratings of extraversion, conscientiousness, and intelligence by strangers having been exposed to a videotape of targets were significantly related to self-reports of these traits as well as to ratings by acquaintances. Moreover, ratings of intelligence by strangers were related to targets' measured intelligence, provided that judges had been exposed to a sound film of the targets. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Presents methods for assessing agreement among the judgments made by a single group of judges on a single variable in regard to a single target. For example, the group of judges could be editorial consultants, members of an assessment center, or members of a team. The single target could be a manuscript, a lower level manager, or a team. The variable on which the target is judged could be overall publishability in the case of the manuscript, managerial potential for the lower level manager, or a team cooperativeness for the team. The methods presented are based on new procedures for estimating interrater reliability. For such situations, these procedures furnish more accurate and interpretable estimates of agreement than estimates provided by procedures commonly used to estimate agreement, consistency, or interrater reliability. The proposed methods include processes for controlling for the spurious influences of response biases (e.g., positive leniency and social desirability) on estimates of interrater reliability. (49 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
The relatively small number of linguistic studies in which extraversion is focussed on as an independent variable suggests that applied linguists believe it unrelated to speech production or language learning. We argue that this suspicion is based on a misunderstanding originating in the 1970s. Reappraisal of the literature suggests that extraversion may not be a predictor of success in second language learning but does affect both L1 and L2 speech production. An analysis of the psychological literature on extraversion allowed us to formulate a number of hypotheses about the causes of linguistic variation in the speech of introverts and extraverts.
There is a tremendous volume of research concerned with the effects of individual differences on learning and memory (see M.W. Eysenck 1977 for a review), and the individual-difference variables investigated include cognitive factors (e.g. intelligence), motivational-emotional factors (e.g. anxiety) and purely motivational factors (e.g. need for achievement). The emphasis in this chapter will be on personality factors of the motivational-emotional kind, especially those that appear to constitute major, consistently replicable, personality dimensions. There is very substantial evidence (e.g. H.J. Eysenck 1967) that the orthogonal personality factors of neuroticism and introversion-extraversion fulfil these criteria, as does anxiety. It is reasonable to assume that the anxiety dimension, as measured by tests such as the Manifest Anxiety Scale (Taylor 1953), lies within the two-dimensional space defined by introversion-extraversion and neuroticism, correlating approximately +0.3 to +0.4 with the introversion end of the introversion-extraversion dimension and +0.6 to +0.7 with the neuroticism end of the neuroticism-stability dimension (Eysenck 1973).
Because of special characteristics of nonverbal behaviors (e.g., they can be difficult to suppress, they are more accessible to the people who observe them than to the people who produce them), the intention to produce a particular nonverbal expression for self-presentational purposes cannot always be successfully translated into the actual production of that expression. The literatures on people's skills at using their nonverbal behaviors to feign internal states and to deceive are reviewed as they pertain to the question of whether people can overcome the many constraints on the translation of their intentions into expressions. The issue of whether people's deliberate attempts to regulate their nonverbal behaviors can be detected by others is also considered.
How do we decide what another person is "really like"? How do we influence the impressions others form of us, and how do their reactions affect us in turn? In "Interpersonal Perception" one of the world's leading social psychologists explores these and other intriguing questions about the nature of social interaction. Drawing on nearly 40 years of person perception research, much of it his own, Edward E. Jones provides a unified framework for understanding the thought processes underlying interpersonal relations and illuminates the complex interplay of motive, cognitive inference, and behavior in our encounters with others. Illustrated throughout with examples drawn from daily life and from psychological experiments, and spiced with personal reflections, the book provides a remarkable synthesis of work in the field. Personal, provocative, illuminating, "Interpersonal Perception" should be of great interest to students, professionals, and serious general readers alike. (PsycINFO Database Record (c) 2012 APA, all rights reserved)(cover)
Evidence suggests that selection interviewers make judgments about candidates' personalities on the basis of how they behave in interviews. The study reported here examined the relationship between the intended interview strategies of 110 students applying for university places and their scores on personality measures. Data were also collected on the impact of these self-presentation strategies on interviewers' ratings. The results indicate that interview experience is a factor in shaping candidates' behavior, and that although interviewers are influenced by self-presentation strategies, the latter do not necessarily reflect personality in a consistent way. The implications of these findings for how the selection interview should be conceptualized are discussed.
It is a firmly entrenched part of management lore that interviewers make decisions in the selection interview after only a few minutes. A reanalysis of the original research (Springbett, 1954; 1958) and cur-rent research findings suggest the need for a more cautious interpre-tation of the phenomenon of a "snap decision" in the interview.
Structured selection interviews have been shown to predict performance at work, although the reasons for this success are not well understood. This study examined the construct validity of 2 behavior description interviews used to evaluate customer service manager candidates. A multitrait-multimethod analysis of the interview ratings yielded discriminant validities that were larger than the convergent validities. In addition, interview items designed to assess aspects of the Big Five, integrity, and customer service orientation were largely unrelated to established paper-and-pencil measures of these constructs. Confirmatory factor analysis suggested that interview ratings were related more to interviewee and interviewer factors than to the constructs the interviews were designed to measure. These results suggest that structured interviews may suffer from the same "validity paradox" commonly found in assessment center research.
Theoretical and empirical research suggests that job experience, organizational tenure, and age have non-linear relationships with performance. Considered simultaneously, there should exist an inverted U-shaped relationship between time and performance. Furthermore, the nature of this inverted U-shaped relationship should be affected by characteristics of the sample and measurement of performance. Using meta-analysis, this paper seeks to confirm the existence of the inverted U-shaped relationship between time and performance, and to demonstrate the moderating effects of performance measurement (objective versus subjective measures of performance) and job complexity. The results have implications for theory, research on dynamic performance, and human resource management practice.
Schmidt and Hunter (1989) critiqued the within-group interrater reliability statistic (r(wg)) described by James, Demaree, and Wolf(1984). Kozlowski and Hattrup (1992) responded to the Schmidt and Hunter critique and argued that r(wg) is a suitable index of interrater agreement. This article focuses on the interpretation of r(wg) as a measure of agreement among judges' ratings of a single target. A new derivation of r(wg) is given that underscores this interpretation.
Social influence processes in organizations involve the demonstration of particular behavioral tactics and strategies by individuals to influence behavioral outcomes controlled by others in ways that maximize influencer positive outcomes and minimize negative outcomes. Such processes necessarily draw from research in topic areas labeled impression management, self-presentation, interpersonal influence, and organizational politics. However, few efforts have been made to integrate this work for purposes of assessing our current knowledge base, and identifying gaps and thus areas in need of further investigation. The present paper provides a critical analysis and review of theory and research on social influence processes in the workplace, with particular emphasis on human resources systems, organized according to the What, the Where, the Who, and the How of influence. In the process, we identify neglected areas, including theory-building challenges, as well as key issues in need of empirical investigation.
Past research on the importance of traits and abilities in supervisors' hirability decisions has ignored the influence of the selection method used to derive information about these traits and abilities. In this study, experienced retail store supervisors (N = 163) rated job applicant profiles that were described on the Big Five and General Mental Ability (GMA) personality dimensions. Contrary to past studies, the supervisors were also informed about the method of assessment used (paper-and-pencil test vs. unstructured interview). Hierarchical linear modelling analyses showed that the importance attached to extraversion and GMA was significantly moderated by the selection method, with extraversion and GMA decreasing in importance when store supervisors knew that scores on extraversion and GMA were derived from a paper-and-pencil test as opposed to from an unstructured interview. Store supervisors with more selection-related experience also attached more importance to GMA. Results are discussed in relation to the practice-science gap and the extant literature on perceptions of selection procedures.
Two issues were explored: (a) which impression management (IM) tactics applicants use during actual interviews and (b) whether there is a relationship between applicants' IM tactics and their interview outcomes. The study also examined convergence across different methods and raters when measuring IM. Postinterview survey measures were obtained from applicants and interviewers regarding applicant IM behavior during a specific interview; in addition, a subset (
n = 24) of interviews was audiotaped and analyzed for the presence of IM. Analyses revealed low to moderate convergence across methods and raters, suggesting that IM tactics may be multidimensional constructs. Across methods and raters, there was consistent evidence of greater applicant self-promotion than ingratiation. Similarly, IM tactics significantly predicted interviewers' evaluations and whether applicants later obtained site visits. Implications for future research are discussed. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
F. L. Schmidt and J. E. Hunter (1989) critiqued the within-group interrater reliability statistic (
rwg) described by L. R. James et al (1984). S. W. Kozlowski and K. Hattrup (1992) responded to the Schmidt and Hunter critique and argued that
rwg is a suitable index of interrater agreement. This article focuses on the interpretation of
rwg as a measure of agreement among judges' ratings of a single target. A new derivation of
rwg is given that underscores this interpretation. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Investigated the impact of applicant quality (high vs low) and expectation of interview length (30 vs 15 min) on interview decision time using 60 experienced employment counselors from private employment agencies as Ss (30 males average age 35.5 yrs; modal education level 4 yrs of college). Ss were shown a videotape of a staged interview and were asked to make a hire/not hire decision as soon as they felt they had sufficient information. As predicted, Ss required significantly more time to decide when viewing the high-quality applicant. They also required more time to decide when they expected the interview to last 30 min. An examination of the correlations between ratings and decision time for the high-quality-applicant condition showed most of them to be negative. However, correlations in the low-quality-applicant condition were mostly positive. (11 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Is a job applicant more likely to be hired if the personnel interviewer does the most talking? "A sample of 115 employment interviews conducted by six Army personnel officers was examined. The applicant was accepted by the interviewer in 70 cases and rejected in 45 cases. From a recording of each interview measures were taken of the time the applicant spoke, the time the interviewer spoke, and the total time. The time vacant of speech was determined by subtracting the speaking times from the total time of the interview… . The interviewer influences both the amount the applicant talks and the amount of the time free of speech that accumulates during the interview. The amount the interviewer talks appears to be directly related to his decision to accept an applicant." (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Reports some unexpected byproducts of experiments with chess-playing tasks and computer simulation of skilled performance and problem solving. First, the theory of the processes used by expert chess players in discovering checkmating combinations and the MATER computer simulation of these processes are reviewed. Next phenomena involving the perceptual bases of mastery in chess and eye movements at the chess board are described. Perceptual processes were evaluated by way of the MATER program, and a new program, PERCEIVER, was used to explain the eye movement phenomenon. To further refine the above findings, other more sophisticated simulation programs were introduced. Findings indicate that acquisition of chess skills depends, in large part, on building up recognition memory for many familiar chess patterns. (26 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Conducted a field experiment to determine whether consulting the application form prior to an employment interview delays the formation of early impressions and allows more information to be considered before an initial decision is made by the interviewer. 28 experienced recruiters interviewed a role-playing applicant for a hypothetical job opening. Half of these interviewers were provided with application forms prior to the interview, and half were not. Each interview was terminated at the initial decision point, and measures (a 20-item questionnaire and an accept–reject scale) were administered to determine both the quantity and quality of information the interviewers possessed at that point. Results suggest that preventing the interviewer from consulting the application form prior to the interview has no effect on initial decision times, nor does it reduce the interviewer's confidence in that decision. Furthermore, when the initial decision is made, it is based on less complete information about the applicant. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Demonstrates that the physical attractiveness stereotype established by studies of person perception is not as strong or general as suggested by the often-used summary phrase
what is beautiful is good. Although Ss in these studies ascribed more favorable personality traits and more successful life outcomes to attractive than unattractive targets, the average magnitude of this beauty-is-good effect was moderate, and the strength of the effect varied considerably from study to study. Consistent with the authors' implicit personality theory framework, a substantial portion of this variation was explained by the specific content of the inferences that Ss were asked to make: The differences in Ss' perception of attractive and unattractive targets were largest for indexes of social competence; intermediate for potency, adjustment, and intellectual competence; and near zero for integrity and concern for others. The strength of the physical attractiveness stereotype also varied as a function of other attributes of the studies, including the presence of individuating information. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Meta-analysis was used to examine findings in 2 related areas: experimental research on the physical attractiveness stereotype and correlational studies of characteristics associated with physical attractiveness. The experimental literature found that physically attractive people were perceived as more sociable, dominant, sexually warm, mentally healthy, intelligent, and socially skilled than physically unattractive people. Yet, the correlational literature indicated generally trivial relationships between physical attractiveness and measures of personality and mental ability, although good-looking people were less lonely, less socially anxious, more popular, more socially skilled, and more sexually experienced than unattractive people. Self-ratings of physical attractiveness were positively correlated with a wider range of attributes than was actual physical attractiveness. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
This is a comprehensive treatment of the subject, embracing the definition of personality and a history of characterology; a consideration of such fundamental concepts as heredity, growth, the self, the transformation of motives ("functional autonomy") and maturity; the structure of personality with special reference to traits, their specificity and consistency; methods of investigation, including psychography, rating, testing and experimental procedures; and the general problem of understanding personality through judgment, inference and intuition. These topics are discussed historically, expositionally and critically. The chief thesis of the work is the uniqueness of the individual. Supporting concepts are the consistency of traits and the functional autonomy (contemporaneousness) of motives. The author attempts, however, "to respect the many-sidedness of the subject-matter of this new science." Thorough documentation assists in this direction. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
15 teaching assistants (TAs) were interviewed twice by interviewers trained in patterned behavior-based interviewing, and twice by interviewers trained in standard techniques. Interviewers predicted the ratings students would give TAs, and actual student ratings were gathered after all interviews had been completed. The reliability of the standard interviewers was higher (.71 vs .46) but the validity of the behavior interviews was .54 vs .07 for standard interviews. 45 of the 60 interviews were taped and the content of the interview questions and answers were categorized. Standard interviews contained significantly more credentials information and self-perception content, whereas the patterned, behavioral interviews contained significantly more behavior description content. (14 ref) (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Examined relations between social activity and state and trait measures of Positive and Negative Affect. In Study 1, Ss completed scales relevant to 3-factor models of personality and a weekly mood and social activity questionnaire for 13 wks. In Study 2, Ss completed measures of the 5-factor model of personality and a daily mood and social activity survey for 6–7 wks. In within- and between-Ss analyses, socializing correlated significantly with state measures of Positive Affect and with trait measures of Extraversion/Positive Emotionality. These relations were relatively general across various types of positive affect and social events; however, specific types of social events also were differentially related to affect. In contrast, social activity had no consistent association with measures of Negative Affect or the other personality dimensions. The results support a temperamental view of Extraversion. (PsycINFO Database Record (c) 2012 APA, all rights reserved)
Les interviewers décrivent couramment leur travail comme une tâche ďévaluation de la personnalité. Pourtant, on recense peu de recherches sur la façon dont la personnalité des candidats influence les jugements de ľinterviewer. Dans cette étude, des demandeurs de formation ont rempli la “self-monitoring scale” de Snyder, ľE.P.I. et une mesure de ľanxiété comportementale; ces données ont été corrélées avec les appréciations des interviewers. Conformé-ment aux hypothèses, on a trouvé que les extravertis étaient jugés plus positivement. Le névrotisme, bien que corrélé avec plusieurs appréciations ďinterviewers, ne semblait pas liéà la décision finale. Contrairement aux prédictions, les scores ďautonomie n‘étaient pas corrélés avec les appréciations des interviewers.
Interviewers frequently see their task as being one of personality assessment, yet there is little research on how candidate personality influences interviewer assessments. In this study, applicants for places on a course completed Snyder's self-monitoring scale, the E.P.I, and a measure of state anxiety, and their scores were correlated with interviewers' ratings. As had been hypothesised, there was some indication that extraverts were judged to be more acceptable. Neuroti-cism, despite being correlated with several interviewer ratings, did not seem to be related to final acceptance decision. Contrary to prediction, self-monitoring scores did not correlate with the interviewers' assessments.
Over the last few years, the selection interview has been subjected to a great deal of criticism. Most of this criticism has stressed a general lack of evidence concerning the interview's reliability and validity. The present paper, while agreeing for the most part with prior criticism, attempts to take three further steps. First, the present limited knowledge is explained in terms of (a) a lack of comparability between studies and (b)an overdependence on research results from other areas. Second, in spite of these shortcomings, there are numerous research findings which have received support from more than one study. These findings are summarized and discussed. Finally, a starting point for basic research on the selection interview which may lead to more profitable research in the future is presented.
A review by Campion, Palmer, and Campion (1997) identified 15 elements of interview structure and made predictions regarding how applicants and interviewers might react to these elements. In this 2-sample field survey of 812 interviewees and 592 interviewers from over 502 organizations, interview structure was best described by 4 dimensions: (a) Questioning Consistency, (b) Evaluation Standardization, (c) Question Sophistication, and (d) Rapport Building. Interviewers with formal training and those with a selection rather than recruiting focus employed higher levels of interview structure. In addition, reactions to increased structure were mixed. Both higher structure (Question Sophistication) and lower structure (Rapport Building) were positively related to interviewer reactions. Less than 34% of interviewers had any formal interview training. However, interviewers were confident that they could identify the best candidates regardless of the amount of interview structure employed. Applicants reacted negatively to the increased perceived difficulty of structured interviews, but perceptions of procedural justice were not affected by interview structure.